Name: A faster Workday for the frontline: Transform your hiring process and shoe rack with Paradox and a custom pair of Nikes
Uploaded: 2026-03-25T17:30:05.959Z
Duration: 1 h 30 min 4 s
Description: A faster Workday for the frontline: Transform your hiring process and shoe rack with Paradox and a custom pair of Nikes

Transcript for "A faster Workday for the frontline: Transform your hiring process and shoe rack with Paradox and a custom pair of Nikes": Hi. Good morning. Good afternoon, everybody. We're gonna get kicked off in a few minutes. We have a couple 100 registrants, so we're just gonna give everybody a few minutes to go ahead and start filtering in. So bear with us while we wait for everybody. Alright. Perfect, everybody. So, again, good morning, good afternoon, everybody. Thank you for joining today's webinar focused on, Workday for the frontline and learning a little bit more about Paradox and how we've been able to transform the recruiting process for our customers around the globe. Before we get started, I'm gonna touch on a few housekeeping items. So everybody is going to be muted. So all attendees will be muted. Please go ahead and answer questions that you have via chat. We're gonna be answering those at the end of the webinar session, via a q and a session. We're also going to be sharing out the recording and the slides twenty four hours after the, the webinar session concludes. And for next steps around getting your Nike shoes, please reach out to your Workday account executive. We're going to be sharing with the account executives everybody that attends the webinar, so they should be proactively reaching out to you about some of that. But just in case you don't hear from them, please give them a gentle nudge to, to get you through that process. The last piece around the Nikes qualifications for the Nike shoes, we just would ask that you will be here for the majority of the webinar session. We understand things do come up and you may have to drop off a little bit early. But, again, please, be sure to stay for the majority of the webinar. We're, planning the majority is around thirty minutes. I know we do have a hour session, but we may end a little bit shorter. But do please attend to the entirety of the webinar. And we are limiting this to US attendees only and two pairs of Nike shoes per customer. So if we have multiple attendees from multiple customers, we'll have to limit that and and kind of work through the logistics on some of that. But, again, we are looking forward to the session today. Touching on our speakers. So, again, my name is Andrew McManus. I'm the senior principal of strategic customer engagement around our AI strategy. I joined through the Paradox acquisition and actually led the Workday practice at Paradox. So I was responsible for our product strategy, integration strategy, and overall go to market strategy. I'm joined by two fantastic gentlemen today that are gonna be speaking. Scott Morris, the vice president of our field sales here at Workday, and then John Bruce took a little bit of time out of his day from One Digital, to share with us the journey that they've been on throughout their process of implementing Paradox and how it's transformed some of their processes. Touching on the agenda today, we're gonna be starting out with some welcome remarks from Scott, in a few moments here, and then I am also going to be diving into our overall Workday's talent acquisition strategy. And then we're gonna do an overview deeper into Paradox and talk a little bit more about how we've supported customers, how we've engaged with customers over the years. And last but not least, we are going to round out the conversation, with a little fireside chat with John and and learn a little bit more about how Paradox has been driving some transformation with them, and then wrap with our q and a session. So with that, Scott, I'll go ahead and pass it over to you to walk us through some welcome remarks. Awesome, Andrew. Thank you, everybody. We appreciate you joining us to see how you can hire smarter, faster, more human with Workday. And, as the event is calling out, get some free Nikes after. By way of introduction, I I lead all of our net new teams for our mid sized business at Workday. I joined back at customer 02/1975, so just over fourteen years ago. I've never been more excited about how we're helping our customer community, like I am today. And for those that happen to be mid sized organizations, so small and medium businesses. What's especially powerful is how much you can take advantage of a system like Workday today, in contrast to the past where it was maybe a little bit harder to get up and running. But the bulk of Workday's customers, about 75%, have a few thousand employees or less and are using solutions like Paradox every day to make a difference in their business and really looking to start out of the gates with Workday's AI capability. So speaking of Paradox, really, what we're gonna focus on, this is conversational AI that is very much a transformative mobile first experience for recruiting. Andrew already mentioned this. I wanna double down on it. Please use the q and a feature. We're gonna have a great opportunity to hear from a customer at the end with Fireside Chat, then also to keep the q and a going. And so if you're new to Workday or if you've you've been around to some of these events before, we really want your engagement and feedback, and we're excited to spend a little bit of time with you for the next hour. Andrew, I'll pass back to you. Perfect. Thanks a lot, Scott. So, I I was seeing a few a few comments in the chat that there are some issues with the sound. Again, at the bottom of the screen, there should be a sound icon. It does initially start off in the the mute stage, so go ahead and flip that back to, on so you should be able to hear everything. But, again, just wanna make sure, and if there you missed some of the earlier parts, we will share the recording out to to get a recap there. But as we move into the the next part, we're gonna walk through, I'm gonna walk us through a little bit about Workday's talent acquisition strategy in suite, a little bit about how we are, thinking about the current state of talent acquisition, how we are adopting AI into our overall talent acquisition suite, and now through the acquisition of Paradox being able to bring AI solutions to non Workday customers who are utilizing other HCM platforms, applicant tracking systems, etcetera. So we'll touch on a little bit of that as we go through the the conversation today. Now before we do start, I I wanna start out with a few poll questions because I would love to get a better understanding from you all a little bit about where you're at in the AI journey, you know, where are you at in looking to add AI into your hiring process. So we're gonna have a poll that's gonna pop up here. If you could give us a a few answers, just helps gauge us a little bit on, you know, where your appetite is and helps me kind of articulate our story a little bit differently if we're saying, hey. Everybody is not started or in the early stages or deep into some of the process. So love some of your feedback here if you could give us some answers. Alright. Perfect. So looking a lot, like, haven't started yet, just exploring, understanding a little bit more, and also, some in the early stages. So this next question, that we'll we'll share on is the, the poll question is, as you're for those of you that are in the early stages or in process, what are some of the ways that you're thinking about introducing AI into the hiring process, and what is that going to be most focused on in that hiring process? Okay. Perfect. So, a lot a lot trending, improved recruiter, hiring manager experience. This is probably one of the things that we hear the most during, these conversations. So I've had the privilege and pleasure of not only working with customers like One Digital, but, essentially, the majority of our customers globally understanding kind of their vision strategy, how they're adopting AI under their hiring process. And really where we start to look at it is it's most often, you know, improving that recruiter, hiring manager experience, making it faster, you know, decreasing that that time to hire. So appreciate some of the feedback here on where everybody's at in your hiring journey, and and hopefully, we'll be able to shed a little bit of light on on how Workday is thinking about some of this. But as we kick back into to some of the content and the overview, I'm gonna share a little bit about our vision strategy when we think about the overall AI powered talent acquisition suite. And first off, it's really important to understand. This is one thing that we continually do is take a step back, not just think about the products that we're taking to market and the way that we're helping solve challenges for customers, but take a step back and look at what is the trend that's happening in the market today. First off, AI is here. AI is not only how it's being introduced at your organization or in your hiring processes, but how are candidates using AI in the hiring process? So oftentimes, I don't know if anybody's seen some of these things. There's job boards that now that are out there that you can actually that a candidate can upload their resume to, and these job boards will apply to forty, fifty, 60 different jobs for a candidate without them ever actually knowing. And what this is doing is it's creating a massive volume of applications that are now inundating recruiting teams, which is creating this gap and ability for recruiting teams. So hiring managers, recruiters to be able to get back to these candidates in a timely manner, and also really assess who are the best fits for some of these roles and progress them forward through the process. And because there's this this gap that's happening and resource constraints, there's oftentimes a brand risk that is being kind of brought to light here where candidates aren't hearing back from Teams after they've applied. Maybe they're getting an automated response back that doesn't really feel human that they weren't actually considered for the role. And, really, this is where we wanna make sure that you're providing this engaging human experience. So this is really kind of the state of what we're seeing and often having conversations with, frontline recruiting teams, corporate recruiting teams, just general trends of what we're seeing here. Now as we start to think about how AI is being adopted into this mix, I've had the privilege where I've I've had conversations with many different recruiting teams over my my past five years at Paradox and now my time here at Workday, really where they're identifying talent acquisition is one of the top points where they wanna introduce AI into their overall enterprise tech stack. And then when they're implementing AI, I've had conversations with customers where they're seeing they have to go back and rework the solutions that they've implemented because it's not delivering the return on investment. It's not delivering the business outcomes that they were hoping it did. And part of that reason is is because in the talent acquisition landscape, talent acquisition is much different than a HCM solution or, you know, an entire enterprise resource planning system because talent acquisition, there are so many niche tools that are available in market for customers to consume to be point solutions to help solve a challenge that they may have. If we take a step back and look at it, in the past ten to fifteen years, we've actually almost seen the birth and the death of the CRM as it exists. And we're starting to see organizations move away from core CRM functionality to instead, how can they have AI or agents drive more automation and more assistive actions for their recruiting teams in the hiring process? But the inherent problem is with the TA tech's landscape, there's multiple different competing systems of record because a CRM in itself is its own system of record. The applicant tracking system is its own system of record. Then you start to look at a talent marketplace being its own general, you know, system of record in a way plugged into your HCM platform or your ATS in in some way. But then there's also contingent labor. In all of these disparate kind of disconnected systems that are operating on different levels of data and different level of data models there creates a poor foundation for AI to come in and drive automation and drive true transformation for teams. And this is where Workday, our strategy over the past few years, as you've seen, we've made a number of different acquisitions, to help bolster and support and advance our product development in the talent acquisition space. We're building one seamless purpose built talent acquisition solution. So in its core foundation, we have Workday recruiting and candidate engagement, candidate engagement being our light CRM functionality that exists within, our applicant tracking system Workday recruiting. Then we have different AI powered solutions or agentic solutions that are now being brought into that talent acquisition suite. So we have the recruiting and mobility agents. So these agents are there. So the recruiting agent is there to help teams understand who they should be spending time with. So when a candidate applies for a role and shares a resume or CV, it's helping with some of that, the resume screening there and helping with different SLAs and making sure that candidates are being progressed through the process in a timely manner, and then all the tasks are being taken care of whether it's from a recruiter perspective or a hiring manager perspective. Then the mobility agent helps with that internal mobility strategy of you've gotten that candidate in. They're they're doing or that employee now hired. They're in your frontline workforce, and now you wanna open up opportunities on how they can progress within the organization. That's how our mobility agent is helping with that internal mobility strategy. These are all powered by HiredScore, an acquisition that we made about two years ago. Then when we start to look at the last piece is our candidate experience agent. So our candidate experience agent is focused on creating more engaging candidate experiences, allowing candidates to ask questions, find jobs, apply for jobs, schedule interviews much faster, and all of this is powered by Paradox in the background. So this is where these acquisitions have now been brought tight knit into the core Workday recruiting product. And now we are being able to provide transformative results for our customers here. Now as we take this shift over to, a little bit of an overview of Paradox and a little bit more about that candidate experience agent, I wanted to first off touch on some of the ways that we've been supporting our customers globally. So Paradox, when we went to market prior to the acquisition, we had a variety of different ways that we could work with our customers. We could act as the standalone applicant tracking system. So we have an entirely purpose built applicant tracking system that was solely focused on volume recruiting. So how could we support decentralized hiring models? How could we support these, processes that you needed to get candidates through very quickly and move them through the process very quickly quickly where we're making speed and simplicity your competitive advantage? Because if you're not able to capture a candidate conversation and convert them to an actual applicant in a quick manner and get them scheduled for an interview, oftentimes, they're gonna be going down the street to one of your competitors or applying for a role there. So this is where we wanna make speed and simplicity your competitive advantage on that. And we wanna drastically our applicant tracking system is able to drastically decrease the time to hire for your organization. So we support, one of the largest package handlers, logistics organization in the globe. And our applicant track tracking system is powering their entire in hiring process for their 400,000 package handlers, and they are offering same day contingent offers to candidates ten minutes after they interact with their, recruiting agent or their assistant there. So truly transformative results that we're able to offer there. On the other side, if we're not the applicant tracking system or an organization is really just looking to provide or look for some tools that can integrate deeply with their existing applicant tracking system and maximize the investment that they've had, we can augment an applicant tracking system. So this is the this is where we're focusing on improving that candidate experience, so helping candidates find jobs and apply for jobs faster, but then also helping these organizations automate repetitive tasks around reminders for candidates, assessment reminders for candidates, scheduling interviews, preboarding activities, onboarding activities, hiring events, all of these different things that we can do, really being able to bolster some of the ways that we can drive some transformative results for organizations. So here at Workday, we do recognize that we're not gonna be able to be the applicant tracking system for every organization. But in those instances where you're looking for a solution and looking for a technology that can really drive transformation, this is where we can be that standalone applicant tracking system through the Paradox conversational ATS or layer Paradox's conversational offerings over top of an existing applicant tracking system. So as we talk about those different models, I'm gonna go ahead and dive into a high level overview of what some of these experiences actually look like. And what we'll go ahead and do is we're gonna start with the candidate experience. So the candidate experience, we wanna make this a a very engaging personalized experience. So candidates have a variety of different ways that they can start to interact with our recruiting agent that is going to be the uniform communication layer for a candidate throughout their entire hiring journey. So they can start to engage with our, agent through scanning a QR code in a physical location or a job advertisement through SMS, through a short code, even inside of WhatsApp as well, we can support for for our global friends in EMEA. Know we had a few folks from EMEA that that joined today or chat on a career site. And when we talk about chat on a career site, we can not only have a chat experience on a career site that's very engaging, but we can also build, host, and maintain a completely bespoke custom career site for you. There's a few examples here of Whole Foods, FedEx, and T Mobile, but this is where we can build, host, and maintain those. So I'd I'd recommend going out and looking at some of these career sites. One of the things that you'll see is it's not a template career site. These are fully custom built career sites taking your brand, your vision, and really bringing that to life and engaging career site experience. Then when we talk about the career or the agent experience, you're able to customize the entire experience. You can change the voice, the tone, their persona, the avatar. You can change that entire experience so that the way that your agent or your assistant is interacting with your candidates is uniform across every channel and truly able to personify your brand and the reputation that you want your candidates to experience. Now when candidates do start to engage with our agent, there's a variety of different ways that we can start to engage. So first off, we can support multilingual conversations. So if a candidate starts to chat and they're speaking Spanish, French, German, etcetera, through translation on the fly, our agent's gonna be able to understand what that language is and start to engage with that candidate in a meaningful way. The beauty of this is Paradox. We'll actually inside of the UI and the user experience, we'll actually do the translation back to that recruiters or that hiring manager's native language so they're able to see and understand that conversation direct without having to go through a translation service. We can also capture surveys throughout the hiring journey to understand if the experience that you're putting in front of your candidates is an engaging process or if there's some things that you might need to tweak. And then last but not least is being able to answer a variety of frequently asked questions. So how should I prepare for my interview? Tell me about the culture. What are the benefits like? Do you offer work from home? This is all driven off of a knowledge base that you're able to build in and have full control over so that your agent is having and answering the questions exactly how you would want them to create that uniform experience. Now answering questions is great, but ultimately, we wanna be able to get candidates to or help them to find a job and apply for that job. So finding a job, it's not a traditional kind of experience on a career site where you're setting up filters, understand the locations. It's natural language. It's through conversation. As simple as, hey. Can you find a job for me? These are the things that we're gonna be able to do and offer that really engaging candidate experience and helping them find that job quickly. But then when they find that job, we have the ability to skip those long forms, skip the logins and the, the username creations, and go straight into capturing that candidate information direct in line of the conversation. So we'll capture first name, last name, phone number, email address. We can even pull in different screening questions where you can start to understand if that candidate meets some minimum qualifications. So all through quick conversation where we're offering a truly engaging experience here. Then once a candidate completes that application process, we have a couple paths that we can go down. We can automatically schedule candidates that meet minimum qualifications that you would define as a if candidate has at least two years of experience, they're able to get to the job in a timely manner, they're able to work night and weekends, we can automatically progress them forward to be scheduled for an interview in line of that single conversation. And taking it a step further, our agent is going to handle all of the reminders and potential reschedules that would have to happen that might happen in that, that interview process. And, also, our agent's gonna handle all of the interview prep for that candidate. So sharing any prep documentation that they would need to be able to go through, but also at the same point, helping them with frequently asked questions about what they should wear or different items. Now as we move through the process, say we're going on that happy path, candidate meets minimum qualifications, interview went great. When it comes down time to answer that or to accept that offer, extend an offer out to that candidate, it's all via quick conversation. Here, you can see we're extending an offer out to a candidate for a crew member role, having the full offer form there. They can go ahead and accept, and we'll bring a little bit of fun into the hiring process. We're able to share confetti when candidates are progressing through certain stages in the process to bring a little bit of human experience and excitement back into recruiting because these are massive changes for for candidates here. These could be potentially life changing things about moving them forward in their their lives. So moving on to the manager experience, we'll we'll touch on this a little bit more. Now, again, we have a couple different models that we can support. I'm gonna show a few teasers of what, the Paradox kind of applicant tracking system or the UI looks like from that perspective. But when we start out for frontline and decentralized hiring where a recruiter may be opening a rack inside of your applicant tracking system today, the experience today is as simple as toggling on a button or pushing a button. As soon as a hiring manager says, hey. I need to hire, you know, three crew members in our Scottsdale location and clicks that button on, that job's open, and candidates can now go ahead and apply for that role. Then once those applications start running through or going start applying it or start funneling in, our agents gonna go ahead and take all of the process about scheduling interviews, reminders, reschedules, etcetera, and communicate with the hiring manager as their assistant or as their agent. Now when we go back to that use case about extending that offer out, this is where we're gonna start to go through that same process. So, again, happening on a mobile device, everything mobile first in terms of what we have designed and built for that experience, especially when you start to talk about volume recruiting or frontline recruiting or decentralized hiring models. You don't want those store managers leaving the floor to go back and sit behind a computer. You want them to be able to take action really quickly on their mobile device. So here, through a quick form, they can go ahead and select the different applicant or the different offer that they wanna extend out to that candidate and be able to go through the experience very quickly there. Now we do have flexibility to be able to support different hiring models here. Now I know what we're focused on today is primarily around frontline, and decentralized hiring models, but we also have the ability to support corporate recruiting and corporate managers. These experiences are a little bit different where we're gonna have a seamless calendar sync there where the recruiters are going to be able to pair their calendar with Paradox where we're gonna be able to see free busy time on their calendar. So when it comes down to scheduling interviews, we're gonna know what their availability is. And all of this is being done around determining when to progress a candidate or when to schedule an interview is all just through moving the candidate forward through your applicant tracking system. And then as they hit different stages, our integration pulls in, tells us who we need to schedule an interview for, and we go ahead and automate that entire process. We also have the ability to offer up our browser extension, which is a very seamless way for users to be able to access the Paradox UI directly within the window of your applicant tracking system where they can schedule ad hoc interview ad hoc interviews. Or in the case of wanting to send communications to candidates, they're able to send SMS communications directly in that browser extension without ever having to toggle out of, your applicant tracking system or move into a different screen there. Again, we're super focused on driving true transformation, aligning to the business outcomes that you are looking for, reducing that time to hire, simplifying that manager or recruiter overall experience, and really driving results for your organization. So with that, we're gonna go ahead and hear a little bit from, one of our customers today. So we'll have, John Bruce that's gonna be joining us, and we're gonna talk through the, the fireside chat here. But as John comes on stage, I'll allow him to give a quick introduction of himself. K. Thanks, Andrew. Yes. As he mentioned, I'm John Bruce. I'm vice president of people innovation and technology over here at One Digital. That's a fancy title to say I lead our workday stack or HR technology stack, but then also how we use any AI based HR tooling to deliver services for our 5,000 employees. And we like to use what we call automate with personality. And so, you know, a big thing for us is making sure even though we're letting the robots help us, we're not losing that personal touch. And I'm really excited to be here and talk with you today, Scott. Love it. Thanks, John. Andrew, great job, by the way. I'm just watching the the chat. It seems like most people can hear John, but in case not, yeah, there's some feedback in chat about toggling on audio. Hey. For everybody that might not be super familiar with OneDigital, John, can you just give us a little perspective on your business? I mean, a truly incredible growth story with with what you're doing. Sure. Yeah. So we started twenty five years ago primarily in the employer benefits space Over the the the the past twenty five years, we've really transformed and, you know, we now do financial management, so wealth administration, four zero one k, things like that. We do PEO services and, you know, benefits research. We do property and casualty. So kind of everything that, you know, an employer needs to serve their workforce, to serve their business, we like to think as as we're we're the best one stop shop for all of those those kinds of things. And, we wouldn't be able to do any of the stuff we had without Workday, because it's really helped us scale. That so, John, that's a good good transition point to our first first question. One Digital's been a customer for a while. Can you give the audience a little perspective of everything you're using, just high level, and and why originally One Digital found value in going with Worth It? Yeah. You know, we went live in 2019. The decision was made because we again, you know, we when we went live, we were about 1,200, 1,300 employees, and now we're at 5,100. Right? So in that seven years, that's a four and a half x growth. We knew we were gonna continue scaling. Right? And so we needed a platform that we felt would be able to scale with us and enable that growth and be positioned. And, you know, when we looked at the amount of large enterprises that were on Workday and their amount of medium sized and small businesses that were on Workday, even though it was smaller than it was still growing, Right? We felt pretty confident that Workday was gonna be a platform that would be there to enable that growth. And, you know, we started we went live with a handful of the core functionalities, you know, HCM, payroll, recruiting. But then over time, we've expanded into, you know, just about everything that is available on the HCM side. And then that, you know, most recently, our partnerships with HiredScore and Paradox that that have been, like, really pushing into the AI based space and just continuing to go deeper and wider with that relationship. So speaking of Paradox, when did you first find out about Paradox? What led you to to choose Paradox? Yeah. You know, it it's kinda funny. Our our chief people officer had started this internal AI task force. Right? And she's she came to all the leaders, and she said, I'm starting this. None of you are allowed to be on it. And I just kind of laughed like, do you mean? I'm a tech guy. And she said she really wanted it to be done by the people that were doing the work. Right? So it was really only allowed to be filled by individual contributors, and that was it because she wanted the people doing the work look for the tooling to make their jobs easier, faster, more efficient. And one of my recruiters was like, hey. I feel like there's gotta be a better way for us to do interview scheduling. And I was like, I don't know if that's really that big of a problem, but but okay. Let's have a conversation. And so we went through this, you know, huge huge huge assessment on how much time we were actually spending doing interviewing. And then we took that, and we took those hours and said, okay. Let's weight those against coordinators, recruiters, managers who's actually scheduling interviews, and let's look at what kind of actual salary expense we're spending just on scheduling interviews. Right? And that number is a $120,000 a year. And I was like, okay. Now you've got my attention. Right? And so we started looking for tooling, and and, know, there was there was two kind of critical components for us because we were Workday recruiting customer. One, you know, they had to seamlessly integrate with Workday recruiting. And two, you know, it it had to be mobile first, mobile enabled. And, that was you know, led us to look at a few tools. And, ultimately, we felt Paradox was the most complete solution because beyond the recruiting or the beyond this interview scheduling automation piece was that, you know, stuff that Andrew had talked about with the conversational career. Right? The the conversational capture, the ability for people to come to our website, you know, get a little head that pops up, and you can ask questions. And the ability really you know, I was looking at the comments earlier, one of the things I saw somebody somebody comment about was, you know, not wanting to lose that personal touch. And that really resonated hard with me because, you know, with Olivia, we kept her name the same. With Olivia, we were able to basically say all of the responses, you know, we can continue to keep that tone and tenor that we use for all of our communications. Right? And and that really made it a really big value proposition for us, and that was where we decided we we needed Paradox. And that was '24 now. '44. So that answers the question we just got in yet from the audience too about was it before or after Paradox officially became a Workday company? So before. Right. Right. Yeah. We we we went live in March, and I think the formal acquisition was announced in September, maybe. So so just a few months before. I like to say we were ahead of the curve on that one. I loved your story about originally not being included in the AI committee, by the way. And, hopefully, the audience, I'm guessing, are feeling this way. This tends to be one of the great things, everybody, about joining one of these Workday customer conversations is when you start talking to our community and your peers, you hear about those stories and how people sort of work around these challenges. So that was awesome. And so you talked about two criteria, work with Workday recruiting, which you already had, and then mobile first. Can you tell us a little bit, John, about how using Workday recruiting with Paradox has has made a difference? Yeah. You know, I I think first, it's made a a huge change in the candidate experience. Right? I think anybody on this call has has been a candidate as as some some point in their career, right, I would I would assume. And and, like, scheduling interviews is painful. Right? You know, the recruiter sends you, hey. Are you available this time, this time, or this time? You say you can do what time a or time b, and then the recruiter goes back. And then an hour later, the recruiter's like, well, that manager's not available to talk anymore. So now, like, what about these times? And this is constant ping ponging back and forth. And on the candidate side, right, the candidate gets three options that's in real near real time, and, like, the odds of that time block getting booked before the manager before the candidate can click submit is is very, small. Right? So that makes a much better experience on the candidate side. The other thing it does, you know, that again Andrew taught did a great job touching on is those reminders. Right? So being able to remind somebody twenty four hours before the interview like, hey. Like, don't forget you've got this interview in twenty four hours and giving them that ability right there in the moment to be able to reschedule it if like, oh, shoot. I forgot I had something come up tomorrow or I gotta take a kid to the doctor or or or. Right? Giving that ability, you know, really makes it a better experience for the candidate side. And then the the final piece of that, which really is good for the candidate, the manager, and the recruiter is, you know, I I can't tell you how many times that I've seen, you know, a situation play out where there's a a really great candidate, the recruiter's really excited about it, they've got them scheduled for an interview with the hiring manager. Two hours before the interview, something crazy happens. Right? The joke I always say is, like, their dog's tire got a flat car. But, you know, just to be silly, like, something crazy happens. The candidate can't make it, and that recruiter's on vacation that week. The candidate sends an email to the recruiter because that's their only point of contact, and the recruiter is sitting on a beach drinking a Mai Tai. They're not watching their email. Right? And the candidate doesn't show for the interview because they feel like they've closed that loop. All of a sudden, the hiring manager gets miffed that this person ghosted them, and it really sours the taste of an otherwise great candidate and, like, there's not a lot you can do to really recover that. You can try, but sometimes it just really ruins that experience. And so giving candidates the ability to reschedule or cancel, you know, in that scenario really saves a lot of face credibility and creates a better experience for everybody involved in the process. So that's awesome. You also touched up front. You did a lot of analysis as you started to dive in and to look at where you're gonna spend AI investments or at least time investigating AI for for One Digital and for for your role. Can you talk two part question, John. Talk a little bit about the time savings around applications you've achieved, and then about how long approximately are you noticing it takes to application completion? Sure. Yeah. So I think, you know, when we're when we're talking about the first part of that was the the sorry. Can you repeat the first part of that? I was focused so hard on the side part. Yeah. About talk a little bit about just high level time savings around. completing applications and then specifically about how long does one take. You know, we've gotten we worked really hard to get our application application time time down. Down. One of the things that the Paradox team did a did a really good job of us while we were doing the deployment was, you know, asking us to think about our process and making sure it was the way we made the way that made the most sense and the smoothest possible structure. So, you know, we really stripped down a lot of stuff that wasn't required, and that radically decreased the amount of time that it takes. And so we went from, you know, an application taking twelve to fifteen minutes to taking three to five. Right? Just depending on how much stuff the candidate wants to pull up, which is huge, especially when you think about, you know, the sheer number of call center ops we have, right, where, you know, in six months, we have to hire 800 to 900 people or three months, we have to hire eight to 900 people in order to have them ready for an annual enrollment period. And being able to get that candidate flow in the top of the funnel is critical. And and, you know, when you're when you're dealing with a lot of entry label entry level jobs, being able to to get that funnel wider, right, and and more more get that funnel more filled is critical for success. And then I think the second part is, you know, it is a significant reduction in in time in time to complete, but it's also dropped the drop off. Right? And, you know, I can't I don't know what the specific drop off numbers are, but I know our volume has gone up. You know, our actual applicant volume has gone up about 15 since we went live with Paradox, and I think that's a testament to making it easier. You know, the other thing that that Paradox didn't really touch on when we were when we were in the sales cycle that I I just always get a kick out of is the employee referral process. Right? Like, I haven't seen an applicant tracking system that has an employee referral process that isn't painful at best. Right? And that's best. But, you know, with Paradox, like, we've seen a huge surge in in the number of people taking employee referrals to the point where, you know because now they just text to refer to a number. And if it's the first time I've ever done it, Paradox asked me for my email address. I give it, and it's like, great. Who do you wanna refer? And I say, oh, I wanna refer Scott Morris. And then I give him a little bit of info about Scott, say what job I think he'd be good for. And then it's like, Tell Scott I'm gonna give him a text. And then five to ten minutes later, Scott gets a text saying like, hey, John Bruce thought you'd a great fit for One Digital. You know, click here to see the job and start applying. And then, you know, ties all of that together. And so now, you know, there's there's two things that are happening. One, we're getting a much better experience. Again, that experience is key. But two, we're able to scan on the on our policy saying, like, if they have to be referred the right way. Right? Because, you know, historically, the referral process has been painful. We haven't felt comfortable standing on, like, you didn't do it the right way. You're not getting the payment even though some of them were very questionable. Being able to have a process that's, like, easy, smooth, and simple like this is great. You know, I think the biggest concern we had was what happens if everybody uses it? Do we have the budget for it? And then, you know, we just felt it was a risk worth taking just given the fact that, you know, employee referrals tend to be much higher quality. So speaking of process, to confirm, you guys do about 20 to 30 acquisitions a year. Is that is that right? Yeah. So, you know, I'd say about 35 to 40% of our our overall headcount growth is based off acquisition every year. And so yeah. So we do about 30 20 to 30 acquisitions a year, and those range anywhere from, you know, eight people to to 50 people to 400 people. You know, the 400 people fortunately aren't happening 30 times a year because that would be very tough to keep up with. But, you know, we we go to these small businesses and we say, hey. You know, you maybe you started a business, Scott, because you like selling insurance. And, you know, you've built it up to a really nice book of business, but you're spending 40% of your time doing administrative work, not sales work. Right? And so we're able to come in and say, look at all these great backup office operations we have and be able to kind of say, like, let us take it off your plate. You can go sell more and have access to more lines of business than you've ever had. And this this really really helps our our competitive landscape when we're trying to to close these m and a deals. And, you know, it's great, the Paradox side, because, again, some for if if I go, Scott, I wanna buy your business, the first thing you're gonna do is go to our website. And without a doubt, you're gonna look like, what's it like to work at one digital or the careers? And then as soon as you get to the careers thing, poop, Olivia pops up right there and says, hey. Like, me know if you have questions. And they can start asking about the culture, and they can actually get, again, get that experience that's really centered around how we talk to our employees and how we talk about our business. Love it. I'm watching the clock. We're doing a good job here, but we probably got a a couple minutes left. So I wanna wrap up on a couple questions. First, any other metrics or quantification you can share, John, with the audience on success value you've received from from using Paradox? Yeah. You know, one of the things I've been watching because I was just curious about it was this how many candidates are actually being touched. Right? And so what I mean by that is how many candidates are getting moved beyond, you know, the the application received stage, if you will. And, you know, over the past year since we've gone live with Paradox, that number's gone up 20%. That doesn't mean we're hiring 20% more people. Right? But what that does mean is 20% more of the applications that are getting in are are getting looked at and are getting looked at in a meaningful way. And and that necessarily to me means that, okay. We're doing better at selecting the best candidates because our sample size is larger. Right? And so we can be more confident that we've got the best person. And then I think, again, like, hiring manager satisfaction is up, like, 15%. Our our ninety day turnover has dropped. Now some of that is is is is helpful from Paradox, and some of that is just other tools we've been using. But I think, you know, everything combined together has really made a made a huge difference in how we hire at One Digital. And I think up front, we had in the slide, was it, what, a $120,000 spent in interviews before Paradox? You're now saving that. Right. Yeah. You know, we went from the average rec. We probably spent five hours, you know, scheduling on on time spent scheduling interviews. And now we spend one minute setting an interview team, and then that's it. Right? But that's the only time. So that's a just traumatic, or drastic reduction. And, you know, I think the big thing is that that that $120,000 in salary expense, like, we still carry that expense. Right? Because we didn't remove headcount. But what we did is we went to our recruiters and we said spend more time with your hiring managers. Spend more time screening candidates. Like, spend more time understanding your business because that's where we get far more value out of the investment in time. And so, you know, the more our our our talent acquisition teams can spend understanding what a good hire looks like for a role, the more equipped they're gonna be to find that good hire. And the and the more we can take, like, truly administrative tasks off of their plate that aren't huge value add from a strategic perspective, the better off everybody is. Love it. So final question. If you can give the audience just a particular area you think that that matters to to start where they should focus, beat the product or or area of impact for their business? Any advice in partying to that to the audience? Yeah. You know, I I I think I'm just a little old fashioned, but I always say, where does it hurt? Right? You know, if if if you've got a broken arm, you don't go to the doctor and ask them to take a look at your leg. You just kind of look at where does it hurt or where do you have friction in your process and then say, okay. You know, chances are you've got more than one place. Right? We did. We still do have friction in some places. And really focus on on figuring out where I'm gonna get the biggest oomph from that's a actual financial term. I got that approved by my CFO. Where you're gonna get the biggest oomph on that investment. Right? And and then start there. Right? And then move on. Love it. Well, John, on behalf of of 200 plus people on this call and and the entire Workday community, thank you for being a customer and sharing some of your story. Andrew, we'll we'll pass it back to you. Perfect. Thanks. Sounds good. Gentlemen, thank you very much for the engaging and and fun conversation, and and John for diving so deeply into the experience that you went through with Paradox. And and, again, thank you very much for for joining us today. Now we're gonna hop into some q and a. So we had a a couple questions that came up during the q and a process. Again, if you have some additional questions, feel free to post them in either the q and a or the chat. I'm gonna try and pay attention to or try and keep an eye on most of those as they're coming through. But two the two questions that came through that were very similar, specifically around interview scheduling and and what that process looks like and some of the experience there and the customization of or flexibility of that interview scheduling tool. So first off, we the the customization for interview scheduling is extremely flexible, and it can be done as much to the ad hoc, you know, so the the one off interview that is being scheduled. We have a tool that can build out a custom interview on the fly via our browser extension or natively inside of the the the platform. You can go ahead and do that. That is if we are the applicant tracking system or we are the the and then applicant tracking system. When we start to talk about customization of interviews and determining how many interviews are needed by rec, if we are augmenting an applicant tracking system, we are sometimes beholden to the API structure of those the existing applicant tracking system in place today. So with that question with that kind of question, I would have to say we can be customizable, but we're kind of limited by some of the existing technology that's in place. So if you have additional questions or or want to kind of dive deeper into some of that, I would reach out to your account executive, you know, when you talk about getting the the Nikes, the the shoes, and and ask that question. We can get somebody from our team to kinda do a deeper dive conversation there. And then the other question was around the different types of interviews. So we can do asynchronous recorded video interviews where we give a candidate a set of different prompts or questions that they need to answer, and they can record their interview, you know, via video, and then that goes to a hiring manager, recruiter, and they can go ahead and view that. We can handle virtual interviews via Teams, Zoom, etcetera, a variety of different video interviewing platforms. We can also do just basic phone interviews, so no video conferencing there. Just pick up a phone call olds or pick up the phone old school and call somebody, or we can also do in person interviews. Now we can go as far with in person interviews to have our agent actually do the room reservation where that interview would need to take place as well as sending out details about how to get into that building. So a variety of different things that we can start to do around those in person interviews. Again, in that instance, we are sometimes limited by, you know, what your existing tech stack looks like today. So, again, another fantastic kind of follow-up question for our AE team when you talk about those those Nike shoes coming up. Another question that came up was around how often our customers are auditing kind of the the conversation that Olivia or the agent is having with candidates during the flow. I will answer on behalf of how we generally support this from a customer perspective broadly across all of Workday. So, essentially, what we are doing as a part of our customer success model is we are gonna be doing periodic monthly reports to you as well as quarterly business reviews where we will review, you know, certain metrics that you wanted to focus on, you know, what's that time to get an interview scheduled, how many requests does it take to get an interview scheduled, some of those different pieces there. But one of the other pieces that are the number of questions that candidates are asking your agent or your assistant. You know, what are the common questions they are asking? How many questions are they asking before they apply? Did we have an answer for all of their questions that they were asking for, and what were the responses back to them. So a couple different models and what we're gonna be able to do there in terms of auditing that. So you're able to pull all that information and view all of that data natively inside of the platform, but we're also gonna share that with you, through our customer success team. And then the the last question that we'll touch on here is a little bit more of a forward thinking kind of where do we think this is all going. And I sit on our AI strategy team, and I am continually having conversations with customers about how with the introduction of AI, the actual work that is being done is going through a monumental shift in terms of what work is being done and what work needs to look like post AI. When we think about it inside of the talent acquisition space, I think this is where we're gonna start to see more of a conversational UI start to happen where recruiters, hiring managers are not going to be accessing specific systems, platforms. It's going to be operating in an orchestration layer over top. I'll I'll give a plug a little bit for one of our other products. Many of you may have seen the acquisition we made around Sana. Sana is now our front door of work where our, customers, their employees are all thinking about how do they live inside of Sana, and Sana is able to interact with different agents inside of their entire tech enterprise. So being able to do those different pieces inside of ServiceNow, interact with an applicant tracking system, interact with a scheduling agent, interact with a recruiting agent. So I think that's where we're gonna start to see this shift start to move away from, recruiting teams living inside of a system, but being having more agentic and kind of assisted solutions that are gonna be living aside them, helping them complete those tasks day in and day out. So with that, I I do wanna say thank you for everybody that was happening in or or going through that that attended the webinar today. One last polling question that we'll touch on is, would you like to hear directly from our Workday team about a follow-up on this presentation? And we'll be able to have some of our account executives follow-up. This is outside of the the Nikes. We'll go ahead and get you those regardless of how you answer here. But just getting an insight of of where you would like to hear from us a little bit more about some of the content that we talked about today. Perfect. Alright. And then last but not least, as we ground out round out our our presentation today, I do wanna touch on we do host a couple Workday live webinar sessions where you can actually see the product live in action in a Workday environment. So if you are looking at Workday recruiting or Workday HCM is a more broad tech stack that you're gonna start to utilize. We do show a variety of these demos in real time with our solution consulting team. But, again, thank you all very much for the time today. And, again, if there's any questions, please feel free to reach out to your account executive team. They'll be able to get answers to any of your questions as well as work with you around getting those Nikes ordered. Again, thank you all very much for the time, and have a fantastic day.